Contents

Introduction ........................................................................................................................................... 4

Equality Act 2010 .................................................................................................................................. 4

Workforce Strategy 2018-2022 ............................................................................................................. 5

The scope of this report ......................................................................................................................... 5

Data notes ............................................................................................................................................... 5

Workforce Comparison ......................................................................................................................... 6

Workforce breakdown ............................................................................................................................ 7

Data for 1st April 2019 – 31st March 2020 ......................................................................................... 7

Contract types ....................................................................................................................................... 7

Age ......................................................................................................................................................... 7

Disability ............................................................................................................................................... 8

Ethnic origin .......................................................................................................................................... 8

Gender .................................................................................................................................................... 9

Religious belief ...................................................................................................................................... 10

Sexual orientation ................................................................................................................................. 10

Pay and grades ..................................................................................................................................... 11

Data for 1st April 2019 – 31st March 2020 ......................................................................................... 11

Grade by Disability ............................................................................................................................... 11

Grade by Ethnic Origin ......................................................................................................................... 12

Grade by Gender ................................................................................................................................... 12

Grade by Religious Belief ...................................................................................................................... 13

Grade by Sexual orientation .................................................................................................................. 13

Dignity at Work, Disciplinary and Grievance: .................................................................................... 15

Data for 1st April 2019 – 31st March 2020 ......................................................................................... 15

Overview of Dignity at Work, Disciplinary and Grievance by age....................................................... 15

Overview of Dignity at Work, Disciplinary and Grievance by Disability........................................... 15

Overview of Dignity at Work, Disciplinary and Grievance by Ethnic Origin.................................... 16

Overview of Dignity at Work, Disciplinary and Grievance by Gender ............................................. 16

Overview of Dignity at Work, Disciplinary and Grievance by Religious Belief............................... 17

Overview of Dignity at Work, Disciplinary and Grievance by Sexual Orientation............................ 17

Recruitment .......................................................................................................................................... 18

Data for 1st April 2019 – 31st March 2020 ......................................................................................... 18

New Starters by Age .............................................................................................................................. 18

New Starters by Disability ..................................................................................................................... 18

New Starters by Ethnic Origin .............................................................................................................. 19

New Starters by Gender ......................................................................................................................... 20

New Starters by Religious Belief ........................................................................................................... 20

Sexual orientation ................................................................................................................................. 21 Introduction

Birmingham City Council aspires to be representative of the city, to lead with an inclusive mindset at all strategic and operation levels and to be a place where employees can bring their whole authentic selves to work and thrive. To help us achieve this, we are committed to eliminating discrimination and harassment, and encouraging inclusivity and diversity amongst our workforce at all levels.

This Equality and Diversity Monitoring Report 2019-20 provides an analysis of equalities data for our workforce over the period 1st April 2019– 31st March 2020.

This analysis will help us as an employer to identify the areas where we are doing well, as well as the areas where we could do more to ensure that we have a diverse, resilient workforce that is representative of the city which we serve.

More information about Birmingham City Council’s approach to equality can be found on our Equality and Diversity portal: https://www.birmingham.gov.uk/info/20218/equality_and_diversity

Equality Act 2010

The Equality Act 2010 was introduced to legally protect people from all forms of discrimination in the workplace and in wider society. It brings together and replaces nine previous pieces of legislation, making the law easier to understand and strengthening protections in some situations.

The Act protects people from discrimination, harassment and victimisation on the basis of their ‘protected characteristics’. These characteristics are:

- Age
- Disability
- Gender reassignment
- Marriage or civil partnership
- Pregnancy and maternity
- Race
- Religion or belief (including the lack of religion or belief)
- Sex (referred to as ‘gender’ for the purpose of this report)
- Sexual orientation

The Equality Act 2010 also created the Public Sector Equality Duty (PSED), which is a legal duty for all public authorities to consider to how their policies and decisions affect people who are protected under the Act. Under the PSED, public bodies must carry out their functions with due regard to the need to:

- Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
- Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Public bodies are required to regularly publish data to demonstrate that they are following the PSED, as well as setting measurable equality objectives every four years. This Workforce Equality and Diversity Monitoring Report 2017-18 has been produced as part of this requirement. Workforce Strategy 2018-2022

Our Workforce Strategy 2018-2022 sets out the following vision for Birmingham City Council:

‘To be an employer of choice, demonstrated by a highly performing diverse workforce, capable of managing and planning innovative and financially robust service delivery to enable the city to grow and ensure every child, citizen and place matters.’

The development of a diverse, skilled and high performing workforce is central to the achievement of our workforce strategy. The production of annual Equality in Employment Monitoring Report will enable us to monitor our progress towards this, demonstrating our successes and identifying where we may need to do more.

The scope of this report

This report will review and analyse equalities data for the following areas:

- Workforce overview and breakdown
- Pay and grading
- Recruitment
- Dignity at Work, Disciplinary and Grievance
- Employees leaving the Council
- Redundancies
- Staff Engagement

Data notes

The workforce data used to compile this report has been produced by Human Resources and covers the period 1st April 2019–31st March 2020.

Our reporting is dependent on employees choosing to disclose their personal data to us. The voluntary nature of these disclosures means that there are some areas where people have chosen not to release their information, creating gaps in our equalities data. We have now actively started work on how we can encourage staff to disclose their data and explaining the benefits of them doing this. The introduction of the new HR, Finance and Procurement system will assist going forwards, as this will involve data capture at every opportunity to improve the data we hold.

There has also been a separate Workforce Race Equity Review which is the first deep dive into the protected characteristics and we aim to do this level of analysis for other protected characteristics once the data is improved. However many of the actions covered in the Workforce Race Equity Review will also have a positive impact for other protected characteristics.

## Workforce Comparison

| Gender | 2016/17 Count | 2017/18 Count | 2018/19 Count | 2019/20 Count | Leavers from 16/17 to 17/18 | Leavers from 17/18 to 18/19 | Leavers from 18/19 to 19/20 | |-----------------|---------------|---------------|---------------|---------------|-----------------------------|-----------------------------|-----------------------------| | Male | 5,753 32.57% | 5,339 32.64% | 4,679 38.44% | 4,714 40.01% | -415 | -660 | 35 | | Female | 11,913 67.43% | 11,017 67.36% | 7,493 61.56% | 7,067 59.99% | -896 | -3,525 | -427 | | Total | 17,666 100.00%| 16,356 100.00%| 12,172 100.00%| 11,781 100.00%| -1,310 | -4,184 | -391 | | Ethnicity | | | | | | | | | Asian or Asian British | 2,242 12.69% | 2,237 13.68% | 1,716 14.10% | 1,770 15.02% | -5 | -521 | 54 | | Black or Black British | 2,013 11.39% | 1,912 11.69% | 1,319 10.83% | 1,353 11.48% | -101 | -593 | 35 | | Mixed | 253 1.43% | 266 1.62% | 189 1.55% | 196 1.66% | 13 | -77 | 7 | | Other | 182 1.03% | 171 1.04% | 132 1.08% | 147 1.25% | -11 | -39 | 16 | | Black, Asian and Minority Ethnic (combined) | 4,689 26.54% | 4,585 28.03% | 3,355 27.56% | 3,466 29.42% | -104 | -1,230 | 111 | | Prefer not to say | 85 0.48% | 106 0.65% | 72 0.59% | 80 0.68% | 21 | -34 | 8 | | Unknown | 5,020 28.42% | 4,472 27.34% | 3,469 28.50% | 3,099 26.31% | -549 | -1,003 | -370 | | White | 7,873 44.56% | 7,194 43.99% | 5,276 43.35% | 5,136 43.60% | -679 | -1,918 | -140 | | Total | 17,666 100.00%| 16,356 100.00%| 12,172 100.00%| 11,781 100.00%| -1,310 | -4,184 | -391 | | Age Range | | | | | | | | | < 20 | 150 0.85% | 136 0.83% | 84 0.69% | 62 0.53% | -14 | -53 | -22 | | 20 - 29 | 1,301 7.36% | 1,225 7.49% | 853 7.00% | 748 6.35% | -76 | -373 | -105 | | 30 - 39 | 2,903 16.43% | 2,668 16.31% | 1,907 15.67% | 1,692 14.36% | -235 | -761 | -215 | | 40 - 49 | 4,869 27.56% | 4,322 26.42% | 3,055 25.10% | 2,787 23.66% | -547 | -1,267 | -268 | | 50 - 59 | 6,419 36.33% | 6,060 37.05% | 4,715 38.74% | 4,712 40.00% | -359 | -1,345 | -3 | | 60 - 69 | 1,795 10.16% | 1,727 10.56% | 1,385 11.38% | 1,594 13.53% | -68 | -342 | 209 | | >= 70 | 230 1.30% | 218 1.33% | 174 1.43% | 186 1.58% | -12 | -45 | 13 | | Total | 17,666 100.00%| 16,356 100.00%| 12,172 100.00%| 11,781 100.00%| -1,310 | -4,184 | -391 | | Disability | | | | | | | | | No | 15,827 89.59% | 14,774 90.33% | 11,113 91.30% | 11,296 95.88% | -1,053 | -3,662 | 184 | | Not assigned | 1,154 6.53% | 846 5.17% | 519 4.26% | 30 0.25% | -308 | -327 | -489 | | Yes | 685 3.88% | 736 4.50% | 541 4.44% | 455 3.86% | 51 | -196 | -86 | | Total | 17,666 100.00%| 16,356 100.00%| 12,172 100.00%| 11,781 100.00%| -1,310 | -4,184 | -391 | Workforce breakdown Data for 1st April 2019 – 31st March 2020

Contract types

- 10,117 (86%) of employees at Birmingham City Council are on a permanent contract.
- 1,019 (9%) of staff are on a casual contract.

Age

- 56% of our employees are aged 50-59, making this the largest staff group by age.
- Only 7% of employees are under 30 years old and only 1 percent of employees are under 20. • Looking at the age of our workforce over time, there has been very little change from 2015/16 to 2018/19. The largest change has been in the 50-59 age groups, which has increased from 35.21% in 2015/16 to 56% in 2019/20 but remains consistently the largest age group over the past 5 years.

Disability

- 96% Of employees do not identify as having a disability
- 4% Of employees identify as having a disability
- \<1% Of employees’ disability status is unknown

• Whilst only 4 percent of employees identify as having a disability, we feel that there are many more staff that have not yet disclosed, and we are actively setting out ways to address this issue as covered in the outline action plan at the end of this report. • The overall % within the workforce has stayed the same over the past 12 months.

Ethnic origin

- Asian or Asian British: 15%, 1770
- Black or Black British: 11%, 1353
- Mixed: 2%, 196
- Other: 1%, 147
- Prefer not to say: 1%, 80
- Unknown: 26%, 3099
- White: 44%, 5136
- The **Workforce Race Equity Review** looks at Race in more detail and, although only covers a specific point in time, it does have a number of significant actions that will set out to address both the unknown data gap and the other issues covered in the report. Some of the actions identified will also have a positive impact on other protected characteristics.

**Gender**

- The workforce is 60% female, and 40% male.

- In 2016/17, 32.6% of employees were male (7.4% less than in 2019/20) and 67.4% of employees were female (7.4% more than in 2019/20). This indicates that, as the workforce has contracted by 5,885 employees since 2016/17, we have lost a considerably higher number of female employees as part of this process.

- We are looking at widening categories which best describes people’s gender.

- For more information on Gender and pay please see [Birmingham City Council’s Gender Pay Gap Report 2018](#). Religious belief

- The data on religious belief is insufficient and, whilst we have reduced the gap from 70% to 58% of unknown, we still need to do more work on this. There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced.

Sexual orientation

- 59% of employees’ sexual orientation is unknown, this is the largest group
- 1.5% of employees are Bi-Sexual, Gay or Lesbian
- 36% of employees are heterosexual • The data on sexual orientation is insufficient as there are currently 59% of staff not disclosing this information, whilst this has improved from the previous year (71%), we still need to work on this. There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced.

Pay and grades Data for 1st April 2019 – 31st March 2020

| Age range | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |-----------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | < 20 | 3 | 9 | 3 | 0 | 0 | 0 | 0 | 0 | 47 | 62 | | 20 - 29 | 21 | 220 | 190 | 106 | 31 | 3 | 0 | 0 | 177 | 748 | | 30 - 39 | 135 | 389 | 420 | 337 | 155 | 47 | 9 | 6 | 194 | 1692 | | 40 - 49 | 244 | 541 | 714 | 536 | 297 | 113 | 34 | 21 | 287 | 2787 | | 50 - 59 | 375 | 975 | 1239| 970 | 490 | 195 | 64 | 23 | 381 | 4712 | | 60 - 69 | 141 | 543 | 389 | 209 | 103 | 29 | 7 | 7 | 166 | 1594 | | >= 70 | 19 | 82 | 16 | 1 | 2 | 0 | 0 | 0 | 66 | 186 | | Grand Total| 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 |

58% of people aged 20 to 29 work in GR1, GR2 or GR3 positions 55% of people working in GR4, GR5 or GR6 positions are aged over 50 59% of people working in GR7 or JNC positions are aged 50-69

• Our largest staff group by grade is grade 3, which constitutes 25% (2,179) of the workforce. This is the same as the previous year. • 57 people (under 1%) work at JNC level, this is the smallest staff group by grade. • The ‘Other’ grade includes a variety of staff, including those who have joined through TUPE, Members, casual & sessional staff, and those on the JNC youth and community pay scale.

Grade by Disability

| Disability | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |------------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | No | 914 | 2659| 2826| 2052| 1028| 367 | 112 | 57 | 1281 | 11296 | | Not assigned| 0 | 4 | 6 | 0 | 0 | 0 | 0 | 0 | 20 | 30 | | Yes | 24 | 96 | 139 | 107 | 50 | 20 | 2 | 0 | 17 | 455 | | Grand Total| 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 |

57% of people with a disability work in GR1, GR2 or GR3 positions 39% of people with a disability work in GR4, GR5 or GR6 positions \<1% of people with a disability work in GR7 or JNC positions

• Whilst the disability data gap needs to be reduced, with the data we do have we can see that we tend to see a higher percentage of representation in grades under grade 5 which is typical management positions. Grade by Ethnic Origin

| Ethnic origin | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |------------------------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | Asian or Asian British | 203 | 474 | 453 | 318 | 186 | 44 | 19 | 1 | 72 | 1770 | | Black or Black British | 131 | 373 | 380 | 263 | 129 | 25 | 6 | 2 | 44 | 1353 | | Mixed | 13 | 48 | 59 | 43 | 14 | 6 | 1 | 0 | 12 | 196 | | Other | 7 | 53 | 31 | 32 | 15 | 1 | 2 | 0 | 6 | 147 | | Prefer not to say | 11 | 19 | 18 | 20 | 9 | 1 | 0 | 0 | 2 | 80 | | Unknown | 116 | 751 | 715 | 426 | 177 | 62 | 19 | 13 | 820 | 3099 | | White | 457 | 1041| 1315| 1057| 548 | 248 | 67 | 41 | 362 | 5136 | | Grand Total | 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 |

64% of people from a Black, Asian or Minority Ethnic origin work in GR1, GR2 or GR3 positions.

51% of people working in GR4, GR5 or GR6 positions are White.

18% of people working in GR7 or JNC positions are from a Black, Asian or Minority Ethnic background.

As stated previously the data in this area needs to be improved with regards to Ethnicity, but with the data we have there is much work we need to do to improve experiences of people from Black, Asian or Minority Ethnic origin and these actions are set out in the Workforce Race Equity Review.

Grade by Gender

| Gender | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |--------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | Female | 830 | 1706| 1643| 1209| 635 | 190 | 50 | 27 | 777 | 7066 | | Male | 108 | 1053| 1328| 950 | 443 | 197 | 64 | 30 | 541 | 4714 | | Grand Total | 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 | 63% of people working in GR1, GR2 or GR3 positions are female

44% of people working in GR4, GR5 or GR6 positions are male

55% of people working in GR7 or JNC positions are male

- For more information on Gender and pay please see Birmingham City Council’s Gender Pay Gap Report 2018

Grade by Religious Belief

| Religious belief | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |------------------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | Buddhist | 2 | 7 | 10 | 4 | 0 | 1 | 0 | 0 | 2 | 26 | | Christian | 148 | 361 | 605 | 555 | 287 | 113 | 31 | 20 | 137 | 2257 | | Hindu | 20 | 22 | 27 | 21 | 19 | 8 | 2 | 0 | 11 | 130 | | Jewish | 0 | 0 | 2 | 1 | 1 | 0 | 0 | 0 | 0 | 4 | | Muslim | 71 | 181 | 178 | 107 | 48 | 10 | 3 | 2 | 35 | 635 | | No Religion | 70 | 148 | 301 | 270 | 166 | 72 | 22 | 10 | 87 | 1146 | | Other Religion | 10 | 27 | 57 | 35 | 22 | 4 | 0 | 0 | 5 | 160 | | Prefer not to say| 25 | 66 | 103 | 92 | 56 | 19 | 9 | 0 | 22 | 392 | | Sikh | 25 | 29 | 58 | 68 | 36 | 6 | 6 | 0 | 8 | 236 | | Unknown | 567 | 1918| 1630| 1006| 443 | 154 | 41 | 25 | 1011 | 6795 | | Grand Total | 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 |

28% of people working in GR1, GR2 or GR3 positions have shared that they have a religious belief

67% of people whose religious belief is unknown work in GR2, GR3 or GR4 positions

37% of people working in GR7 or JNC positions have shared that they have a religious belief

- The data on religious belief is insufficient and, whilst we have reduced the gap from 70% to 58% of unknown, we still need to do more work on this. There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced.

Grade by Sexual orientation

| Sexual orientation | GR1 | GR2 | GR3 | GR4 | GR5 | GR6 | GR7 | JNC | Other | Grand Total | |--------------------|-----|-----|-----|-----|-----|-----|-----|-----|-------|-------------| | Bi-Sexual | 3 | 9 | 19 | 12 | 12 | 0 | 0 | 0 | 3 | 58 | | Heterosexual | 296 | 720 | 1164| 966 | 537 | 200 | 68 | 37 | 247 | 4235 | | Lesbian or Gay | 0 | 10 | 33 | 35 | 17 | 6 | 0 | 2 | 6 | 109 | | Other | 4 | 4 | 2 | 4 | 0 | 0 | 0 | 0 | 0 | 14 | | Prefer not to say | 48 | 78 | 115 | 95 | 64 | 23 | 4 | 2 | 30 | 459 | | Unknown | 587 | 1938| 1638| 1047| 448 | 158 | 42 | 16 | 1032 | 6906 | | Grand Total | 938 | 2759| 2971| 2159| 1078| 387 | 114 | 57 | 1318 | 11781 | 2% of peoples’ sexual orientation is Bi-Sexual, Lesbian or Gay or Other across all grades

59% of peoples’ sexual orientation is unknown across all grades

1% of people whose sexual orientation is Bi-Sexual, Lesbian or Gay or Other work in GR7 or JNC positions

- The data on sexual orientation is insufficient currently having 59% of staff not disclosing this information and, whilst this has improved from previous year (71%) we still need to work on this. There is a project in place that reaches out to staff to explain the benefits of disclosing their data to close the data gap, and we are hoping that in future reports these gaps will be reduced. Dignity at Work, Disciplinary and Grievance: Data for 1st April 2019 – 31st March 2020

Includes all cases that were open during 01/04/2019 – 31/03/2020, even if these cases started before April 2019.

Overview of Dignity at Work, Disciplinary and Grievance by age

| Age range | Dignity at Work | Disciplinary | Grievance | Grand Total | |-----------|----------------|--------------|-----------|-------------| | \<24 | 0 | 1 | 1 | 2 | | 25-34 | 5 | 21 | 3 | 29 | | 35-49 | 24 | 47 | 18 | 89 | | 50-54 | 17 | 24 | 15 | 56 | | 55-59 | 6 | 21 | 15 | 42 | | 60+ | 5 | 29 | 12 | 46 | | Grand Total | 57 | 143 | 64 | 264 |

- 72% of Dignity at Work cases were raised by people aged 35 to 54

- 52% of Disciplinaries involved people aged over 50

- 75% of Grievances were raised by people aged 35 to 59

- 57 staff raised dignity at work issues.

- More dignity at work issues were raised by people in the 35-49 age range.

- More disciplinaries involved people in the 35-49 age range

- The most amount of grievances involved people who were in the 35-49 age range.

Overview of Dignity at Work, Disciplinary and Grievance by Disability

| Disability | Dignity at Work | Disciplinary | Grievance | Grand Total | |-----------------------------|-----------------|--------------|-----------|-------------| | Has a disability (or previously had one) | 7 | 5 | 3 | 15 | | Not informed/unknown | 50 | 138 | 61 | 249 | | Grand Total | 57 | 143 | 64 | 264 |

- 12% of Dignity at Work cases were raised by people with a disability

- 3% of Disciplinaries involved people with a disability

- 5% of Grievances were raised by people with a disability

- 7 staff who had a disability raised a dignity at work issue.

- 5 staff that had a disability were involved in a disciplinary.

- There were 3 grievances raised by people who had a disability. Overview of Dignity at Work, Disciplinary and Grievance by Ethnic Origin

| Ethnic origin | Dignity at Work | Disciplinary | Grievance | Grand Total | |------------------------|-----------------|--------------|-----------|-------------| | Asian or Asian British | 15 | 30 | 6 | 51 | | Black or Black British | 7 | 20 | 9 | 36 | | Mixed | 3 | 2 | 0 | 5 | | Other | 0 | 1 | 0 | 1 | | Prefer not to say | 0 | 2 | 1 | 3 | | Unknown | 10 | 47 | 14 | 71 | | White | 22 | 41 | 34 | 97 | | Grand Total | 57 | 143 | 64 | 264 |

- 44% of Dignity at Work cases were raised by people of a Black, Asian or Minority Ethnic origin.

- 37% of Disciplinaries involved people of a Black, Asian or Minority Ethnic origin.

- 53% of Grievances were raised by people whose ethnic origin is White.

- There were 25 dignity at work issues raised by staff of a Black, Asian or Minority Ethnic origin.

- The highest number of Dignity at work issues (15) were from people of an Asian or Asian British origin.

- There were 52 disciplinaries that involved people of a Black, Asian or Minority Ethnic origin.

- The largest group of disciplinaries (41) involved people whose ethnic origin is White.

- The largest group of grievances were raised by people whose ethnic origin is White.

- There were 15 grievances raised by people of a Black, Asian or Minority Ethnic origin.

Overview of Dignity at Work, Disciplinary and Grievance by Gender

| Gender | Dignity at Work | Disciplinary | Grievance | Grand Total | |--------|-----------------|--------------|-----------|-------------| | Female | 37 | 65 | 28 | 130 | | Male | 20 | 78 | 36 | 134 | | Grand Total | 57 | 143 | 64 | 264 |

- 65% of Dignity at Work cases were raised by females.

- 55% of Disciplinaries involved males.

- 56% of Grievances were raised by males.

- There were 37 dignity at work issues raised female staff, nearly twice as many as their male colleagues.

- 78 (55%) of disciplinaries involved males as compared to 65 (45%) that involved females.

- There were 10% (55%) more grievances from male staff as compared to Female staff (45%). Overview of Dignity at Work, Disciplinary and Grievance by Religious Belief

| Religious belief | Dignity at Work | Disciplinary | Grievance | Grand Total | |------------------|----------------|--------------|-----------|-------------| | Christian | 11 | 23 | 16 | 50 | | Hindu | 0 | 2 | 0 | 2 | | Muslim | 1 | 5 | 0 | 6 | | No Religion | 6 | 8 | 5 | 19 | | Other Religion | 3 | 0 | 2 | 5 | | Prefer not to say| 5 | 6 | 3 | 14 | | Sikh | 5 | 4 | 0 | 9 | | Unknown | 26 | 95 | 38 | 159 | | Grand Total | 57 | 143 | 64 | 264 |

- 35% of Dignity at Work cases were raised by people who shared that they have a religious belief.

- 66% of Disciplinaries involved people whose religious belief is unknown.

- 25% of Grievances were raised by people whose religious belief is Christian.

- There were 20 dignity at work issues raised by people who shared they had a religious belief.

- 34 disciplinaries involved people that shared they had a religious belief.

- There were 18 grievances raised by people who shared they had a religious belief.

Overview of Dignity at Work, Disciplinary and Grievance by Sexual Orientation

| Sexual orientation | Dignity at Work | Disciplinary | Grievance | Grand Total | |--------------------|----------------|--------------|-----------|-------------| | Heterosexual | 28 | 40 | 23 | 91 | | Lesbian or Gay | 0 | 2 | 0 | 2 | | Other | 0 | 1 | 0 | 1 | | Prefer not to say | 2 | 5 | 3 | 10 | | Unknown | 27 | 95 | 38 | 160 | | Grand Total | 57 | 143 | 64 | 264 |

- 49% of Dignity at Work cases were raised by people who are heterosexual.

- 66% of Disciplinaries involved people whose sexual orientation is unknown.

- 59% of Grievances were raised by people whose sexual orientation is unknown.

- Whilst there were 28 dignity at work issues raised by people who identified as heterosexual, there were 27 cases raised by people whose sexual orientation is unknown.

- 95 disciplinaries were against people whose sexual orientation is unknown.

- 38 grievances were raised by people whose sexual orientation is unknown. Recruitment Data for 1st April 2019 – 31st March 2020

New Starters by Age

- 34% of new starters were aged under 30

- 44% of new starters were aged between 30 and 49

- 22% of new starters were aged 50 or over

- 203 starters were from the 20-29 age group this was the largest age group of new starters.

- 34% of new starters were under 30 and 20% were over 50.

New Starters by Disability

- 697 starters had no disability
- 14 starters had a disability 98% of new starters declared that they did not have a disability

2% of new starters declared that they have a disability

- There were 14 people who declared they had a disability that started working for the council. 2% of new starters declared they had a disability as compared to the 4% of people who declared they have a disability in the whole council.

New Starters by Ethnic Origin

- 40% of new starters were of a Black, Asian or Minority Ethnic origin

- 20% of new starters’ ethnic origin is unknown

- 38% of new starters were White

- 20% (140) new starters ethnic origin was unknown, this is a slight improvement on the 26% unknown ethnic origin status for the whole council. The council is actively working on ways we can encourage new starters to share their personal data and close the data gap.

- 40% of starters were of a Black, Asian or Minority Ethnic origin as compared to 38% of new starters that were White. New Starters by Gender

- 62% of new starters were female

- 38% of new starters were male

- 444 new starters were female as compared with 267 male starters. As stated earlier in the report we are looking at widening categories which best describes peoples’ gender

New Starters by Religious Belief 51% of new starters shared that they have a religious belief

22% of new starters’ religious belief is unknown

26% of new starters’ religious belief was Christian, the largest group

- Whilst 51% of new starters identified they had a religious belief there were 22% whose Religious belief was unknown. However, when compared to the overall 58% of unknown religious belief in the whole council this is an improvement. The council is actively working on ways we can encourage new starters to share their personal data and close the data gap.

Sexual orientation

| Sexual Orientation | Number of Employees | |--------------------|---------------------| | Bi-Sexual | 13 | | Heterosexual | 496 | | Lesbian or Gay | 15 | | Prefer not to say | 25 | | Unknown | 162 |

4% of new starters’ sexual orientation was Bi-Sexual, Lesbian or Gay

23% of new starters’ sexual orientation is unknown

70% of new starters’ sexual orientation was heterosexual, the largest group

- 4% of new starters sexual orientation was Bi-Sexual, Lesbian or Gay as compared to the council’s overall 1.5% of employees that identified they are Bi-Sexual, Gay or Lesbian.
- The data on sexual orientation is still insufficient however 23% of new starters’ sexual orientation was unknown as compared to the current 59% of all staff not disclosing this information, this may be evidencing a trend of more disclosure in this area.
- There is a project in place that reaches out to new starters to explain the benefits of disclosing their data to close the data gap and we are hoping that in future reports these gaps will be reduced. Leavers Data for 1st April 2019 – 31st March 2020

Leavers Data by Age Range

| Age range | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |-----------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | 16-19 | 0 | 0 | 8 | 0 | 0 | 2 | 0 | 0 | 0 | 10 | | 20-24 | 0 | 6 | 118 | 0 | 0 | 54 | 0 | 0 | 0 | 178 | | 25-29 | 0 | 8 | 76 | 0 | 0 | 82 | 0 | 0 | 8 | 174 | | 30-34 | 0 | 4 | 70 | 4 | 6 | 90 | 0 | 0 | 6 | 180 | | 35-39 | 0 | 2 | 74 | 0 | 2 | 120 | 0 | 0 | 18 | 216 | | 40-44 | 4 | 8 | 96 | 0 | 2 | 120 | 0 | 6 | 14 | 250 | | 45-49 | 4 | 14 | 132 | 2 | 6 | 112 | 2 | 0 | 32 | 304 | | 50-54 | 10 | 14 | 154 | 0 | 12 | 132 | 4 | 2 | 44 | 372 | | 55-59 | 6 | 16 | 156 | 2 | 76 | 128 | 48 | 2 | 32 | 466 | | 60-64 | 6 | 12 | 112 | 0 | 32 | 92 | 74 | 6 | 18 | 352 | | 65+ | 6 | 16 | 164 | 0 | 18 | 66 | 110 | 0 | 14 | 394 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 |

12% of people leaving the council were aged under 29 33% of people leaving the council were aged 30 to 49 55% of people leaving the council were aged over 50

- There were 58 dismissals of people who were aged over 50 and 42 for people aged under 50.
- There were 76 redundancies for people in the 55-59 age range.
- There were more resignations (132) from people aged 50-54.

Leavers Data by Disability

| Disability | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |------------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | No | 30 | 92 | 1086 | 8 | 132 | 930 | 212 | 16 | 184 | 2690 | | Not assigned | 2 | 0 | 60 | 0 | 6 | 30 | 10 | 0 | 0 | 108 | | Yes | 4 | 8 | 14 | 0 | 16 | 38 | 16 | 0 | 2 | 98 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 |

8% of people who were dismissed had a disability 10% of people made redundant had a disability 4% of people who resigned had a disability • Considering we need to close the data gap on people with a disability, 8% of people that were dismissed had a disability, 10% of redundancies included a person with a disability and 4% of people that resigned had a disability.

Leavers Data by Ethnic Origin

| Ethnic origin | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |------------------------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | Asian or Asian British | 4 | 18 | 126 | 2 | 20 | 132 | 6 | 2 | 36 | 346 | | Black or Black British | 0 | 10 | 52 | 2 | 24 | 82 | 18 | 2 | 24 | 214 | | Mixed | 2 | 0 | 14 | 0 | 2 | 18 | 2 | 0 | 4 | 42 | | Other | 0 | 0 | 10 | 0 | 2 | 10 | 0 | 0 | 2 | 24 | | Prefer not to say | 0 | 0 | 2 | 0 | 0 | 16 | 2 | 0 | 4 | 24 | | Unknown | 12 | 38 | 636 | 0 | 20 | 328 | 56 | 2 | 20 | 1112 | | White | 18 | 34 | 320 | 4 | 86 | 412 | 154 | 10 | 96 | 1134 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 |

22% of people who left the council were from a Black, Asian or Minority Ethnic background

38% of people who left the council’s ethnic origin is unknown

39% of people who left the council were White

• 30% of people who left the council were white as compared to 22% of people who were from a Black, Asian or Minority Ethnic background. • 34 dismissals were for people whose ethnic origin was white as compared to 28 people from a Black, Asian or Minority Ethnic background. However, 38 people who left the council’s ethnic origin is unknown. • 55% of redundancies were for people whose ethnic background was white as compared to 30% of people who were from a Black, Asian or Minority Ethnic background. However, we are still missing data for 13% of people. • 154 people who retired were from a white ethnic background as compared to 26 people who were from a Black, Asian or Minority Ethnic background. However, we are still missing data for 56 people.

Leavers Data by Gender

| Gender | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |--------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | Female | 22 | 54 | 824 | 8 | 102 | 686 | 132 | 12 | 172 | 2012 | | Male | 14 | 46 | 336 | 0 | 52 | 312 | 106 | 4 | 14 | 884 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 | 54% of people who were dismissed were female as compared to 46% male. 71% of people whose contract ended were female as compared to 29% male. 69% of people who resigned were female as compared to 31% male.

Leavers Data by Religious Belief

| Religious belief | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |------------------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | Christian | 4 | 8 | 102 | 2 | 36 | 186 | 68 | 4 | 26 | 436 | | Hindu | 0 | 2 | 10 | 0 | 2 | 6 | 0 | 0 | 2 | 22 | | Muslim | 0 | 2 | 60 | 2 | 6 | 52 | 6 | 0 | 12 | 140 | | No Religion | 8 | 14 | 54 | 2 | 16 | 140 | 8 | 2 | 4 | 248 | | Other Religion | 2 | 0 | 8 | 0 | 8 | 18 | 4 | 0 | 6 | 46 | | Prefer to not say| 0 | 2 | 6 | 0 | 2 | 38 | 8 | 0 | 6 | 62 | | Sikh | 0 | 0 | 12 | 0 | 0 | 28 | 0 | 0 | 4 | 44 | | Unknown | 22 | 72 | 908 | 2 | 84 | 530 | 144 | 10 | 126 | 1898 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 |

24% of people who left the council have shared that they have a religious belief 66% of people who left the council’s religious belief is unknown 29% of people who resigned have shared that they have a religious belief

- There were 12 people who were dismissed that have a religious belief.
- There were 60 people who have a religious belief that were made redundant.
- There were 48 people who retired that have a religious belief.

### Leavers Data by Sexual Orientation

| Sexual orientation | Death in Service | Dismissal | End of Contract | Non Starter | Redundancy | Resignation | Retirement | Settlement Agreement | TUPE out | Grand Total | |--------------------|------------------|-----------|-----------------|-------------|------------|-------------|------------|----------------------|----------|-------------| | Bi-Sexual | 0 | 0 | 2 | 0 | 0 | 8 | 0 | 0 | 2 | 12 | | Heterosexual | 8 | 26 | 202 | 8 | 64 | 390 | 84 | 6 | 50 | 838 | | Lesbian or Gay | 0 | 2 | 8 | 0 | 2 | 20 | 2 | 0 | 0 | 34 | | Prefer to not say | 2 | 4 | 22 | 0 | 2 | 40 | 6 | 0 | 12 | 88 | | Unknown | 26 | 68 | 926 | 0 | 86 | 540 | 146 | 10 | 122 | 1924 | | Grand Total | 36 | 100 | 1160 | 8 | 154 | 998 | 238 | 16 | 186 | 2896 |

- 2% of people who left the council’s sexual orientation was Bi-Sexual, Lesbian or Gay

- 66% of people who left the council’s sexual orientation is unknown

- 3% of people who resigneds’ sexual orientation was Bi-Sexual, Lesbian or Gay

- 66% of people who left the council’s sexual orientation is unknown. There is a project in place that reaches out to new starters to explain the benefits of disclosing their data to close the data gap and we are hoping that in future reports these gaps will be reduced. **Staff Engagement:**

**Staff Survey**

3,653 employees completed the most recent Staff Survey in October 2019.

We did not collect the data with regards to the protected characteristics, however the headlines from the survey feedback were:

| Consistent level of staff who would go above and beyond to help BCC succeed and those who find their work interesting, fulfilling and sufficiently challenging. | Increase (4%) in those who would recommend BCC as a great place to work. | |---|---| | A 7% increase in the amount of staff that are unlikely to look for a job outside BCC. | Similar volumes of staff who feel they have the skills to fulfil the requirements of their job role. | | Staff continue to understand the Councils values, vision and behaviours. However, there is a slight increase in the amount of staff who believe we should change these values. | Staff feel that we are managing change better with a 5% increase over the last year with 23% agreeing. | | A 4% Improvement in those who feel performance is handled well but still low overall at 27%. | 7% increase in the amount of staff who believe that BCC is managed well although still low overall sitting at 27%. | | There is no change in the levels of discrimination and bullying experienced within the workplace. | 6% increase in those who are likely to stay at BCC as an employee. |

## Recommended Actions

| Recommended actions | Time frame | |---------------------|------------| | **What we are going to do** | **Time frame** | | 1. Improve our data and clearly articulate the benefits to our city of gathering meaningful workforce data, work with management teams to close the gaps in our data. | December 2020 | | 2. Review and re-establish a robust exit interview process and reporting. | January 2021 | | 3. Fully utilise the workforce planning approach to incorporate a whole Equality Diversity and Inclusion approach to workforce planning, highlighting areas of concern and development on a service by service focus. | January 2021 | | 4. Create a new diversity audit to inform our long-term strategy. We want to be a learning organisation and better understand how to unblock the barriers to a fully inclusive workplace. | April 2021 | | 5. To widen the scope of this report to ensure that all protected characteristics are fully covered in future PSED reports. | August 2021 | | 6. Refresh our approach to Equality Impact Assessments and their use during Workforce Planning and organisational redesigns. | December 2021 | | 7. Undertake a review across all protected characteristics with the intention of bringing together one approach for addressing full representation across the workforce. | April 2022 |